Performance improvement plan (PIP): what it is and what to do

Updated November 9, 2026

A performance improvement plan (PIP) is a written notice that your work isn't meeting expectations, with specific goals and a deadline to improve. Take it seriously: work to pass it, and quietly prepare a plan B at the same time. Some people pass and others are let go, so protect yourself either way.

What to do

1. Get every goal in writing. Each goal should be specific and measurable. If one is vague, ask: "What would success look like on this by the end date?"
2. Ask for weekly check-ins. Request a short weekly meeting with your manager, and email a summary after each one: what you did, the feedback, what's next.
3. Keep your own records. Save copies of the plan, your recaps and your results where you can reach them. Never take confidential company data.
4. Respond if it's unfair. If facts are wrong, write a short, factual response and ask that it be attached to the plan. Read the form: signing often confirms receipt, not agreement.
5. Prepare a plan B now. Update your resume and contact your network. In the US, each state runs its own unemployment insurance program; elsewhere, check your government's site. See what to do if you're fired.
6. Know when to get outside help. If you believe the plan is linked to discrimination, retaliation or a leave you took, rules vary by state and country: contact HR or your local labor authority.

What to say

Say this in the meeting where you receive the plan:

Thank you for being clear with me. I want to meet these goals. Before I sign, can we make sure each one is measurable, so we both know what success looks like by the end date? I'd also like a short weekly check-in to make sure I'm on track, and I'll send you a recap after each one.

Avoid

• Quitting on the spot: you may lose options you'd keep by staying calm.
• Assuming it's a formality and coasting: some people do pass.
• Arguing every point: correct the facts in writing, then focus on the goals.

Questions